This past week, I had the opportunity to participate in something that still seems surreal. I spent a few days in Cleveland, Ohio during the Republican National Convention. It was an incredible spectacle, and it was hard to take it all in.
I was fortunate to be participating as part of the SHRM Board of Directors and the SHRM A-Team. We met with great HR pros to discuss a look ahead on how the upcoming election affected workplaces, HR and employees. If you didn’t know, SHRM attends both the Republican and Democratic National Conventions. They don’t take a political stance, and I appreciate that they are represented in both forums.
The “A-Team” is a group of HR pros who are willing to advocate at the national, state and local level. They have stepped forward to make sure that the voice of employers and employees is heard by the politicians who represent all of us. If you’ve never done this, I would encourage you to get involved. Advocating makes a difference and representatives are looking to hear from us.
During this time of political uncertainty, it’s needed more than ever. People share their voices and opinions with each other and on Social Media, but those have a limited reach. We are able to truly influence how the workplace is shaped if we step out past talking on forums and actually reaching our representatives.
I know this may feel risky and you’re not sure if you’re up to it. However, please note that if HR doesn’t share the perspective of the employer and the employee – others will. They may not be as balanced as HR professionals are. We are in an incredible position because we represent both sides of the workplace equation.
The legislative and regulatory landscape is only going to become more and more complex. I would rather see HR share directly with legislators than let them sit in a room with less context and still develop and issue new items that we will still have to implement. We need to remember that they represent us. You need to know that they are very willing to listen and are welcoming when you approach them.
HR also can use this model internally. Our voice needs to be heard within the structures of our organization for the same reason that we represent both management and staff. We need to step out and not wait for things to occur and continue to be reactionary. We have the latitude and the ability to speak up intentionally for what is happening in our workplaces.
Being silent and passive is not an effective way to practice HR. I encourage you to get past your anxiety and step out to lead in what we do. We can make sure that the human element of work is acknowledged, considered and included in the actions of our organizations. Being ahead of what happens to people is the exact position that HR should occupy.
This week, step back and evaluate if your voice is being heard. If it isn’t then take a chance to move out into the light. When you do you’ll see that people have been waiting to hear from you !!
